Ebby Ajegbo

🌟 Why Conduct Compensation Benchmarks? 📊 💼 Stay Competitive: Ensure your pay scales match or exceed industry standards to attract top talent. 🔄 Employee Retention: Competitive compensation leads to higher job satisfaction and reduced turnover. 📈 Informed Decisions: Base your compensation strategy on data, not guesswork. ⚖️ Fairness & Transparency: Promote a culture of fairness by offering equitable pay. Let's discuss how SortedHat can help you make informed compensation decisions. DM me to chat! #HRAnalytics #CompensationBenchmark #EmployeeRetention #CompetitivePay #FairCompensation #DataDriven #HRStrategy #SortedHat #TalentAttraction #Compliance #BudgetManagement

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Current discussions about DEIA as an organizational imperative continue to rage. Please do not let your organization put this concept on the back burner. DEIA is a BUSINESS IMPERATIVE (not a nice-to-have). If you need analytics to support your business case - https://lnkd.in/gK56iFN6 Remember, you won't have to look for diversity; it will find you, AND diversity involves everyone! If you don't manage it correctly, YOU WILL RUN OUT OF PEOPLE (IMHO).

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"Culture isn't just one aspect of the game; it is the game." - Lou Gerster Fact: Cost cutting and efficiency will only get you so far. I've never seen a company cost cut their way to excellence. This is exactly why I take issue with the PE industry. On the whole, its myopic focus on cost and efficiency disables companies of the very thing that makes them successful - value creation. Value is created by humans. Humans exist inside of a culture. If that culture doesn't foster creativity, innovation and human thriving, the only race the company can win is the race to the bottom. The data is abundantly clear on this, and Greg tells the story well.

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"A lot of talent ideas are based on science, but some people don’t accept it." "We need to learn how to turn what we know into what we do in a much more disciplined way." These quotes from Dave Ulrich are from the latest Future of HR Podcast episode, featuring HR thought leaders Bob Eichinger and Allan Church, Ph.D. They express their frustration with leaders in our field who ignore decades of scientific research on creating value. This insightful episode also covers the following topics and, from my POV, is a must-listen for any HR professional, talent practitioner, or business leader: - What does the research say about developing leaders? - Why is there a “knowing-doing” gap in implementing talent management practices? - Why skills-based organizations are an incomplete method of talent management. - How to think about and define leadership potential. - Why HR leaders need to ask what kind of leadership is needed for future success. - The reasons organizations struggle to develop a strong leadership bench. - How talent management professionals can elevate their impact. Thank you, JP Elliott, PhD, for bringing these experts together for such an insightful discussion! https://lnkd.in/eGeb6Drs #LeadershipDevelopment #TalentManagement #HR #LeadershipPotential

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In a post-pandemic world, businesses face the dual challenge of managing rising labor costs and meeting shifting employee expectations. One solution gaining traction is fractional leadership, which offers experienced executives on a flexible, part-time basis. This model isn't new, but its relevance has skyrocketed in today's dynamic market. Key takeaways from this insightful article: Fractional leadership provides strategic insights and budget flexibility. It transforms leadership into a variable cost, aligning with actual needs. Beyond cost savings, it reduces turnover and adds executive-level flexibility. For example, a fractional CHRO can help streamline HR functions, enhance employee engagement, and ensure compliance, allowing CEOs to focus on company goals. Is your organization ready to embrace fractional leadership to navigate rising labor costs and drive strategic growth? Dive into the article to learn more about this innovative leadership model and how it can benefit your business. Feel free to contact me with questions! #Leadership #HR #FractionalLeadership #TalentManagement #BusinessGrowth

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In my class at Wharton Executive Education “Executive Compensation: Strategies and Frameworks,” we have a phenomenal group learning about “driving leadership performance to ensure alignment with organizational goals and shareholder expectations.” In theory, by implementing a mix of short-term annual incentive plans (AIP) and long-term incentive plans (LTIP), organizations can motivate and reward executives for performance while promoting long-term value creation and alignment with shareholder interests. In today’s world where the average tenure of the CEO and CFO are around 3-5 years, how do you create long-term incentives for business continuity and growth? It is estimated that equity incentive awards make up 70% or more of CEO compensation in the U.S. Are equity awards still the best means for aligning CEO pay with the interests of the shareholder? Here is a good article from the harvard business review on the principles of designing executive pay within four dimensions. #executivecomp #ltip #equityawards

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How many minutes before AI seeps into your discussions? More importantly, what does it take to shepherd your organization and teams through this monumental shift? I'm thrilled to join Marly (Siegal) Upperco and Jennifer Erickson to talk shop about "Change Agility in the Era of AI" at the most data-driven conference focused on the future of work #irresistible2024 #futureofwork #ai #talent

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Great recent article in HR Daily Advisor by Carly Holm on talent retention among Gen Z and Millennial workers. It's time for a significant shift in approach. While supporting these generations is crucial, the focus should move from paternalistic oversight to empowering career ownership. Organizations should understand that HR departments cannot and should not assume the roles of nurses, doctors, or financial advisors. The primary role of HR should be to create frameworks that empower employees to take charge of their own careers, health, and financial well-being. So, how can we empower career ownership? Career ownership should be driven down to the individual level. Employers need to establish environments where employees are encouraged to set their career paths and pursue professional development proactively. This involves providing resources and opportunities, but it also requires a cultural shift towards trust and empowerment, allowing employees to make decisions that best fit their long-term goals and lifestyle preferences. Creating a culture where every employee feels they have a voice is another crucial step. This doesn't just mean open-door policies or feedback mechanisms; it involves genuinely valuing the input from all levels of the organization. When employees feel heard and see real changes based on their feedback, it increases engagement and commitment to the company. HR's role should be redefined as facilitators of resources rather than fixers of problems. By providing access to tools for professional development, mental health resources, and financial planning services, HR can empower employees to take initiative. This approach not only promotes individual responsibility but also alleviates the burden on HR to be all things to all people. Ultimately, the goal is to foster a workplace where employees are treated as whole individuals who are capable of managing their aspects of their professional and personal lives. By encouraging career ownership and ensuring that every voice is valued, organizations can create a more dynamic, engaged, and resilient workforce. This shift not only supports the individual growth of Gen Z and Millennial workers but also aligns with modern organizational needs and the evolving role of HR. #LeadandLetLive #FutureofWork

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After overhauling Workday’s internal mobility programs in 2022, we saw a huge boost in internal hiring and retention of top performers. My colleague Inna Landman shares how we did it in this interview with Human Resource Executive. #InternalMobility #FutureofWork #WDAY

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Talent Acquisition partners and internal talent acquisition teams have a direct impact on an organization's productivity. The criticality of building a consultative TA team has never been more important as the world finally shifts paradigms from TA moving from an operator to a consultative business enabler. Underscoring this is the criticality of insisting on the highest standards re: the talent you bring into your organization to hire your talent! #hiretowin #toptalent #scalebeyondthetalentbar #nwtalentsolutions https://lnkd.in/eHv3xfti

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Check out our latest webcast where we reflect on the progress in LGBTQ+ rights and recognize the challenges that remain. We share personal insights on fostering an inclusive environment through open dialogue, diversity training, and supportive policies. Let's ensure our efforts extend beyond Pride Month, driving meaningful change year-round. Additionally, we'll share personal stories—JoLynn's rejuvenating vacation in Europe and Anthony's journey after losing his mother-in-law, highlighting the importance of mental health and compassionate support in our workplaces. Let's keep the conversation going -- How can we keep the support and conversations around LGBTQ+ inclusion ongoing?

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😯 71% of US CEOs say they feel like imposters 🤔 I know I was surprised to see that stat #KornFerry shares from a recent survey! And, the higher up the org chart someone ascends, the more acutely they feel imposter syndrome. What is behind this? It's not a lack of confidence or experience. Rather it's the massive number of significant challenges simultaneously: 🤺 transform their organizations 🤺 be the culture carriers 🤺 figure out the role of #AI in their business 🤺 navigate geopolitical challenges 🤺 satisfy investors 🤺 speak to social issues So the combo of being confident AND humble is effective. This opens up the path to know you don't have all the answers and you don't need to pretend. A few suggestions to up your odds of success: 👉 hire direct reports that push you up vs you pulling them up 👉 have an "advisor" or #peeradvisory trusted group where you can share your challenges and gain perspectives and d options 👉 learn how to tap into your creative side 👉 be intentional about staying healthy (sleep, diet, exercise, meditation) How else might you do to manage your imposter syndrome? Thanks to Korn Ferry for the survey and the tips! Article link in comment section! #CEOs #BUSINESSOWNERS #EXECTUIVE #IMPOSTERSYNDROME

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Have you taken parental leave? Care to tell me all about it? Earlier this month Parentaly launched a survey to better understand how employees are supported through parental leave transitions. Thousands of you shared your experience, sent it to friends and colleagues and reposted it to your networks. Thanks to you all, we hit our goal of respondents within 3 hours. 🤯 The survey is for ANYONE who has taken parental leave: ✅ Birthing and non-birthing parents ✅ Paid, unpaid or a even a mix of both ✅ Short or long leaves (any amount at all!) We're closing the survey on Monday (June 3rd) at 5pm ET. And being the overachiever that I am ... I'd love your help doubling our goal before we close it! 😉 Can find the survey 📌👇 to share your experience - and drop me a note if you've taken it already to help spread the word! #parentalleave #workingparents #survey

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We are never short of challenges, at work or otherwise. This article is a great read on finding opportunities in challenges, instead of responding to them as threats and triggering defense mechanisms.

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Chief HR and People Officer—Here are 10 CHROs hired or promoted into a new CHRO or CPO role over the last ~ 60 days.      A few of these appointments include:    𝟭) 𝗕𝗡𝗬 𝗠𝗲𝗹𝗹𝗼𝗻 appoints Shannon Hobbs as Chief People Officer 𝟮) 𝗛𝗮𝘆𝘄𝗮𝗿𝗱 𝗛𝗼𝗹𝗱𝗶𝗻𝗴𝘀 names Ray Lewis Chief Human Resources Officer 𝟯) 𝗠𝗮𝘁𝘁𝗲𝗹, 𝗜𝗻𝗰. names Karen Ancira Chief People Officer 𝟰) 𝗧𝗼𝗿𝘆 𝗕𝘂𝗿𝗰𝗵 names Beverly Morgan Chief People Officer 𝟱) 𝗨𝗻𝗱𝗲𝗿 𝗔𝗿𝗺𝗼𝘂𝗿 names Glenn Rosen Chief Human Resource Officer Congratulations to the 10 CHROs/ CPOs listed in the image of this post and to the many others (+100) hired or promoted to the role in the last two months.    If you want to acknowledge other recently hired or promoted CHROs/CPOs, feel free to do so in the comments. ***I'll also include below a PDF with the full announcements for a few of the mentioned appointments.    Was this post helpful? If so, let me know by resharing it, commenting, or tagging others who might benefit from this information.   #chro #hr #humanresources

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Here are three reasons why you need a CHRO: 1. Provides strategic leadership 2. Creates a future-focused HR function 3. Enables organizational capability and efficiency It’s a CHRO’s job to be flexible and adept at meeting your workforce’s ever-changing requirements and expectations. CHROs have a keen understanding of the cost pressures of the business so they can create the appropriate strategies. #HR #CHRO #StrategicLeadership

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I always look forward to Pamela Cohen, PhD ‘s articles and insights. I am a huge advocate of psychological safety. Even if it’s not good news. Creating an environment of transparency establishes trust. How can you do this? 1. Include all levels in financial discussions that impact thier P&L and identify what’s working and what’s not + collaborate on how to solve based on data 📈 this can also act as an opportunity for training on how to read a P&L-in my experience many often do not know how because they have never been exposed to this type of data. 2. Open door -truley open policy-any fear based activity results in issues🚪 3. Lead with heart: get to know your colleagues up under and over the “org chart” -what motivates them and who are they as a person. 🫶🏻

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Finding Harmony: A Discussion on Work-Life Balance with Yasmeen Duncan, MBA, MA Calling all members of the Careers & Collaboration Community of Practice! Join Victor Simmons (He/Him/His) and Brandy Starks for a LIVE event with Yasmeen Duncan, MBA, MA, Chief People Officer at Magnolia Bakery and Founder of the The Sisterhood Society for Women of Color, for an engaging discussion on balancing personal and professional boundaries. Work-Life Balance: Strategies & Boundaries for Success June 27, 2024, at 7 PM ET / 4 PM PT In this insightful conversation, we'll explore: ➡ Personal & Professional Perspectives: We'll delve into the importance of work-life balance from both sides of the equation. ➡ Effective Strategies: Yasmeen will share her personal experiences and the most impactful practices she's used to achieve a healthy balance. ➡ Conquering Challenges: We'll discuss common roadblocks to work-life balance and Yasmeen's strategies for overcoming them. ➡ The Power of Boundaries: We'll explore the importance of setting boundaries and communication tips for successful implementation with colleagues and superiors. Mark your calendars and set a reminder! #CareersAndCollaboration #WorkLifeBalance #LinkedInLive #Boundaries #Success #WomenOfColor

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